Doesn't anybody want to work any more?

Doesn’t anyone want to work anymore?

(A common cry heard ‘round the C-Suite.)

 

The fact is: No, not really. At least it doesn’t seem like it. And yes, there are many who still do.

 

The tight candidate market is to blame for the apparent availability of lesser-motivated people.

Tie the politics of “socialist leanings” into that, and the word “EARN” has been eroded from our popular vocabulary. No political or social evangelist even comes close to talking about EARNING or living to be ACCOUNTABLE.

So where are the good ones?

Come along for our ride and we’ll show you how to dig under the rocks and what to do once you have found them:

 

Where are the good ones?

They are right in front of you. In front of us.

Champion specializes in shop floor, distribution, office and technical talent acquisition. We interview more people in one week than the typical HR Pro interviews in a year.

  • We get our best candidates from personal referrals. Good people tend to know or hang with, other good people. But if you don’t ask for them, you don’t get them. Ask your own staff, friends, neighbors, ask everyone.
  • Interview a ton of people, IN PERSON. We interview ALL of our candidates one-on-one. Every. Single. One. After a thorough phone screen. Many times our personal meetings are with more than one person conducting the meeting. You’re hiring a person, not a resume.
  • Interview for behaviors, not just skills. Ask WHY? dig deep, question the answers. And then go deeper, again. History can and will repeat itself, both good and bad.
  • Get personal. Connect.
  • Afraid of EEO? Just don’t be stupid.
  • Watch how a person responds to your deep questions.
  • If the person passes the first interview test, take them on a tour (Immersion Experience). Fill them with reality about the job, the workplace, and expectations. Watch their reactions. Then ask them for feedback. Question their answers with WHY? Be skeptical, be wary, be honest.
  • Ask them WHY YES, WHY NO?…for their job and life-path. Relate job success (with you) to life success.
  • Give them damn good reasons to work there. Don’t lie.
  • Assign them to good supervisors. Assign them a mentor.
  • Stay in touch with them, answer questions, encourage them and pay attention to them. Be honest. Then follow up again, and again. COACH for getting their best.
  • Have a SYSTEM to the process. Do it the same every time, but tailor each meeting to the job and the person. Respect the person. Respect the process.
  • Then ONBOARD/ IMMERSE your new hire(s). Connect and engage. Never stop. Immersion is NOT “orientation”.

 

Will this solve 100% of turnover issues? Heck no. But it will substantially reduce it and it will increase productivity. And retention.

Is your job and environment a “built-in turnover job”? Know what level turnover is acceptable. Then backtrack your system to achieve that.

 

Some secrets to this success: Hiring With Purpose ® https://championpersonnel.com/hiring-with-purpose

I’m an hourly employee. Want me to be successful and hang around? https://championpersonnel.com/im-an-hourly-worker-want-me-to-be-productive-and-stick-around

Request a meeting with Champion. https://championpersonnel.com/request-a-meeting

 

Most Recent

Understand the Job Opening Before You Look for Candidates

By Champion Personnel
April 05, 2019 Category: Hiring, Hiring The Good Ones, Employers

Really understand the job duties: WHAT is being done that we need someone to do? Or, what WAS being done, but now we need to change those duties and profile to be hired? (We will get to the HOW the duties should be handled and the WHY later). This part is not difficult, but it does take a different kind of focus from everyday thinking about a job: Actually analyzing what DUTIES will be performed, daily, weekly, occasionally and once in a while. Are these individual contribution duties or are they performed with other workers? Are other workers dependent on this function? Is this function (duties) dependent on other work being done/ other people? 1) First Define the GOAL of the job and the WHY. This could be quantity, quality, adherence to a standard, or what problems/ issues are to be solved in doing the job. Goals can also be EXPECTATIONS of performance that are measurable. This also is part of providing realistic expectations for a new hire during the interview and onboarding processes.

A Shared Purpose for Your Workforce

By Champion Personnel
April 02, 2019 Category: Purpose, Workforce, Employers

Stabilize a more productive workforce. You can. Champion can. Working together. Even in todays economy with good people hard to find, and a lack of personal accountability being at the worst in 50 years. No marketing and sales baloney; Champion uses an ISO-based quality system to direct and track our collaborative efforts to accomplish your workforce goalswhether you are hiring one or 250 people. It is NOT easy. But it can reduce your costs, increase your customer satisfaction and increase your bottom line. It will reduce hiring anxiety, increase productivity and increase your ability to retain the people you want. HOW? Ill take a behind the scenes complex system (Hiring With Purpose ) and make it simple: Most of the hard work is done by Champions collaborative professional staff in multiple offices with a combined expertise of over 300 years. You will never see this. Only the results: * Understanding each position thoroughly and the success requirements that go with it. We dont

How to Find a Hard-Working Hourly Employee

By Champion Personnel
March 28, 2019 Category: Employer, Productivity

Champion does a job that no other employment service does. We take both sides of the equation, the hiring employer and the hourly candidate, and evaluate their practical standpoint and psychological standpoint. Basically, we want to find out what is going to attract the right employee to the right employer. The key is making sure, especially with hourly hiring, to find a hard-worker who fits well with the company. To do so, Champion has devised a Bill of Rights for our clients to live by while they search for the right employees. Champions Bill of Rights Dont lie to your candidates, ever. Not under any circumstance whether it be in the interview, on the first day on the job, or any time on the job. People can usually tell when they are being lied to, though they may not say it. Someone who is lied to will definitely not give you their best. Take the time to train your employees, so they know they are doing the job right and take pride in it. Assign your hourly employee to someone

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